Overview of the Use Case

The Adecco DS4Skills use case focuses on developing a tool to aid managers and employees to assess and enhance all the soft-skills that support the efficiency and the growth within the working context. That’s why, in this initiative, we are developing an AI-based tool to provide assessment and upskilling services, also integrating the Skills Data Space services to complement the offer and provide data portability and transparency. 

Addressing the Skills Gap in a Digital-First Workplace

Workplaces today are changing fast. Technology is taking over routine tasks — and even some decision-making — but machines can’t replace human judgment, empathy, or ethical reasoning skills. Without them, companies risk losing their innovative edge and their ability to respond thoughtfully to social and environmental challenges. Our project steps in to fill that gap. 

Supporting key Stakeholders

The people at the center of this story are managers, senior employees, and junior employees — anyone navigating the demands of enhanced soft skills in a digital-first world. Organisations benefit by building stronger, more resilient teams and service providers play a key role too: from digital badges that certify skills to learning passports that track growth journeys. And ultimately, society gains when organizations are led by people who balance performance with purpose. 

Planned Activities 

The project will: 

1. Collect and analyse data on skills and managerial behaviors through the Mylia-BadgeBox AI-powered platform. 

1. Engage a test group of approximately 500 participants, including managers and employees, to calibrate the tool via questionnaires and assessments. 

1. Integrate external services such as certification providers, learning passports, and national skills observatories to create personalised development paths. 

1. Build a user-friendly web interface that supports assessment, feedback, and visualisation of results. 

1. Use anonymised and aggregated data to generate insights into skill mapping, job-role distribution, and training demands. 

Expected results and long-term impact

The anticipated outcomes include: 

• Improved productivity by enhancing collaboration and human-machine interaction. 

• Greater innovation capacity through creative problem-solving and adaptability. 

• Targeted training programs that align with emerging technological needs. 

• Higher employee satisfaction and retention thanks to personalised development opportunities. 

• Enhanced competitiveness by equipping organizations with leaders who can act decisively and responsibly in fast-changing markets. 

• Individual self-growing path facilitation through AI-guided upskilling service. 

Early takeaways and vision

Early reflections suggest that critical thinking should be treated as a central competency in organizational development, not an optional soft skill.  

By combining digital assessments with personalized learning paths, companies can prepare leaders who don’t just react to change — they guide it with insight and integrity.